AI FOR HR NEWS

AI in HR: What's Actually Changing Right Now

Here's something interesting: AI use in HR has nearly doubled in just one year. In 2023, 43% of organizations are using AI for HR tasks, compared to just 26% in 2022, according to a recent study. That's a big jump, and it's happening fast.

The most significant changes are evident in recruiting. More than half of organizations (51%) are using AI to help with hiring. And it's working. 89% of HR professionals say it saves them time and makes their work more efficient. 36% have cut their recruiting costs. And 24% say they're actually better at finding the right candidates.

AI Agents Are Getting Real

You may have heard plenty about AI agents. Now, they're shifting from just an interesting concept to something real. According to Gartner, 44% of HR leaders plan to start using semi-autonomous AI agents within the next year. These tools go beyond basic chatbots. They can answer employee questions, write performance reviews, and help create development plans.

IBM recently announced that their AI agent now handles 94% of common HR questions. This is changing the daily work of HR Business Partners. Rather than repeating the same answers, they can focus on what needs a human approach, like building relationships, solving complex problems, and supporting the organization's growth.

Learning and Development Is Changing Too

AI is also transforming how we approach employee training. Approximately 47% of organizations utilizing AI for learning and development are leveraging it to create personalized learning experiences for each employee. The days of making everyone sit through the same training are pretty much over.

Employees now expect learning that aligns with their actual work, meets their needs, and appears at the right time. AI tools can suggest content based on an individual's skills, career goals, and prior learning experiences. Some AI assistants are available 24/7 to answer questions and deliver quick learning moments while people are working.

The Big Problem Nobody's Talking About

Here's the catch: 67% of HR professionals say their companies haven't actually trained people to work with AI. That's a problem. You can buy all the AI tools you want, but if people don't know how to use them, you're wasting your money. You might end up with frustrated employees and some significant risks related to data and ethics. To address this, consider implementing practical training steps such as conducting a needs assessment to determine the specific skills gaps. Follow this with monthly workshops that focus on various AI tools and applications. Additionally, establish a peer mentor system where trained employees can provide support to others. Offering online courses or encouraging peer learning sessions are additional steps that can help. This proactive approach can empower your team to effectively integrate AI into their roles and maximize the benefits of AI technology.

What This Means for You

Bottom line: AI won't replace HR people. However, HR professionals who know how to utilize AI will replace those who don't. The job is evolving from administrative work to strategic advising, from managing processes to training and managing AI systems. New roles are emerging, such as AI system trainers, who ensure that AI tools are effectively integrated into daily tasks, and HR data analysts, who interpret and utilize data to inform strategic decisions. Additionally, positions like AI ethics officers are crucial for maintaining ethical standards in AI usage, while prompt engineers work to refine AI interactions for clarity and bias reduction. These roles exemplify the shift towards a more tech-savvy HR landscape, offering opportunities for skill development and career growth.

Gartner predicts that by 2026, AI will not reduce the total number of jobs. The job market is expected to remain relatively stable. Looking ahead to 2036, AI is expected to help create over 500 million new jobs as work continues to change. The key is not to resist AI, but to learn how to work with it and use it for more meaningful tasks.

What's Happening in AI and HR



LinkedIn will use your data to train its AI unless you opt out now

LinkedIn plans to share user data, including profile information, job-related details, and content posted by users, with Microsoft and its affiliates for the purpose of AI training.

California Creates New AI Group

California launched CalCompute, a group focused on developing AI in safe and ethical ways. It's a publicly owned group of researchers and startups trying to use AI for good.

Some Jobs Are Going Away (But New Ones Are Coming)

About 3 in 10 companies have already replaced some jobs with AI. By the end of 2026, 37% expect to do this, according to Resume.org. But this is also creating new kinds of jobs in AI oversight, data ethics, and prompt engineering. AI oversight involves ensuring that AI systems are operating fairly and effectively, while data ethics specialists focus on maintaining the ethical use and handling of data within the organization. Prompt engineering in HR is about designing and refining the prompts that AI systems use to interact with users, making sure they are clear, effective, and free from bias.

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PROMPT OF THE DAY

Making an AI Plan for Your HR Team

You’re an HR technology consultant who helps companies use AI. Design a 6-month roadmap to introduce AI in our HR department (500 employees, 3 locations).

Include:
	1.	Monthly goals and milestones.
	2.	Priority AI use cases with the highest HR impact.
	3.	Key stakeholders and their responsibilities.
	4.	Strategies to build employee trust and communicate benefits.
	5.	A clear change management approach (training, feedback, transparency).
	6.	KPIs to measure success (e.g., time-to-hire, satisfaction, training uptake).
	7.	Risk management for privacy, skills, and adoption issues.
	8.	Estimated costs and resource needs.
	9.	HR team training plan.

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Until next time,

AI for HR Hub™ Team